Job Seekers Hit Wall of Salary Deflation

There will be more competition for each job posting. A recent report found that an average job opening in 2025 received about 242 applications, which is nearly three times more than in 2017. That’s why standing out matters more than ever. Employers expect more skills and experience than before. The application process is taking longer. On top of that, automated screening tools reject resumes faster, and even strong candidates can get lost in the process. But people are still getting hired every single day. Companies need “good” employees. If you are strategic and willing to adapt, you will find something. Use this 10-step plan for your job search to improve your chances of getting noticed and hired: Clarify The Type of Job You Want Build Your Portfolio Learn To Work with AI Tools Create Customized ATS-Friendly Resumes Set Time for Job Hunting Research Companies Like an Insider Prepare for Interviews with AI Assistants Work on the "Soft" Skills Update Your LinkedIn Tap Into Alumni Networks ‍ Let’s understand what to do in each of the steps: 1) Clarify The Type of Job You Want Applying to everything and hoping something sticks is not a great way to start the job search. You don’t want to work for any company. Your skills, educational qualifications, experience, and passion are not suitable for all types of jobs. A strategic job search plan should begin by defining the role you are really targeting. When someone clearly defines the job they want, everything else gets easier from there. Resumes become more focused, you know what skills you need to earn, and easier to decide which job postings are best for you. So, first ask yourself these questions: What skills do you already have that are job-ready? Targeting roles that match existing skills improves chances of getting interviews faster. What salary do you need? Being realistic helps filter roles that actually fit life's needs. Will you trade off work-life balance for more pay? What industry excites you? Tech? Healthcare? Finance? Each industry has its own vibe and growth trajectory. What's your ideal work environment? Remote, hybrid, or in-office? Startup or corporate structure? What are your deal-breakers? Maybe you refuse to work weekends. Maybe you need health insurance. Write these down. Note that you don’t need to be rigid with it. Your ideal job can stay flexible. But if you know what you want, you can customize the upcoming steps according to it. Also, you will have a defined goal that will keep you excited because job searching can get exhausting fast. 2) Build Your Portfolio In 2026, employers want to see what you can actually do, not just what you say you can do. We are moving into a job market where your skills are more important than your formal education. In 2026, many companies are moving away from traditional degree requirements. A new survey found that 1 in 4 companies are expected to drop degree requirements completely for key roles. What is becoming more relevant are the skills you already have. According to NACE’s 2026 Job Outlook, nearly 70% of US employers say they now use skills-based hiring practices when evaluating candidates. So, you need to demonstrate relevant skills in your resume and in the interviews. If you are in coding, build projects and put them on GitHub. Create a personal website. Code something useful, even if it's small. If you are in marketing, start a blog, grow a social media account, or create case studies from freelance work. Basically, you need to get hands-on experience, however you can. This could be through an internship, freelancing, or even contributing to an existing project someone else is already working on. Skill-based hiring helps companies hire people who can actually do the job from day one. They don’t want to spend weeks training you on how actually work happens in their offices. Heather Doshay, the head of people at SignalFire, told The New York Times : “Nobody has patience or time for hand-holding in this new environment, where a lot of the work can be done by A.I. autonomously.” When you are familiar with the tools and the workflow, you can start contributing from day one. Companies will save money and time in job training. Over time, this approach reduces turnover and improves team productivity for the companies. Working on personal projects also helps you figure out what you actually enjoy doing. You will learn new tools, make mistakes, and those can become stories to tell during interviews. 3) Learn To Work with AI Tools AI is everywhere now. While we can debate endlessly on how AI is taking away jobs or not, we can say it’s not going away ever. You need to adapt how you work by integrating AI tools if you want to stay relevant in today’s job market. But just watching a video about the tool is not enough. It’s not 2022 when ChatGPT was just launched. In 2026, there are now more advanced models that can code a complete software, create images with no spelling mistakes in 4K, and make a realistic-looking video of Will Smith eating spaghetti. Listen to Shark Tank investor Mark Cuban’s advice: “Learn all you can about AI, but learn more about how to implement it in companies.” That means if you know how to do your regular work and know how to use AI tools to improve speed, you instantly become more valuable than someone who just does the basics. First, you can start with ChatGPT or Gemini and understand how they help speed up routine tasks in your field of work. This can be doing research, editing drafts, analyzing reports, etc. Then you can move into AI tools made for your industry. For software developers, this can be GitHub Copilot or Cursor. Designers can use tools like Figma AI, Adobe Firefly, or Midjourney to initial design work. Data analysts and finance professionals use tools such as Power BI Copilot, Tableau AI. Notice the pattern here? AI handles the repetitive tasks that take up a lot of time. Now, you can work on stuff like making strategies and making final decisions. According to recent data, AI has become a must-have skill in 41% of tech job listings , a clear sign of shifting hiring trends. ‍ And the numbers are not going to go down. Employees are using AI one way or another. But if you know how to use different AI tools to get the best out of each, you will stand out. To start, make a list of the most popular AI tools that are actually being used in your industry. Pick one tool and spend 1 hour a day playing with it for a week. You will be surprised how quickly you get comfortable. 4) Create Customized ATS-Friendly Resumes Now, let’s start with the actual job search strategy, which starts with making a resume. You may already know that most resumes never get seen by a human. They get filtered by an ATS (Applicant Tracking System). Around 73% of organizations use an ATS as a core part of their recruiting process. That means if your resume doesn't pass it, you are never getting any calls from the company. So you need to play the game like it is. Let’s understand how ATS works. ATS scans your resume for specific keywords from the job description. The system pulls out key details like skills, job titles, experience, education, and keywords. It then compares that information with the job description to see how closely the resume matches what the company is looking for. Resumes that match better are ranked higher. Now, you know how it works, so let’s understand how to optimize your resume to pass the ATS: Carefully read the job description and use the same skills, tools, and job titles where they apply. Use standard section headings like "Work Experience," "Education," and "Skills." Avoid tables, columns, text boxes, and graphics. Use simple bullet points or comma-separated lists instead of visual skill bars or graphs. Use online ATS resume scanners to see how well your resume matches the job description. But one single resume will not get the job done. Read the first point from the list above. You need to use the same skills, tools, and job titles from the job description. That means you need to customize the resume for each new application. Don’t worry, you don’t have to rewrite it 10 times a day. This is where AI actually saves time. Input the job description into an AI chatbot with your resume and ask it to identify relevant keywords and suggest how to incorporate them naturally. Review and adjust the AI's suggestions (don't just copy-paste blindly) This takes like 10 minutes for each application. There are also ATS Resume Builders specifically made for this purpose, which can all be done in a couple of minutes. 5) Set Time for Job Hunting Job searching isn't something you do when you feel like it. It's a job in itself. That means showing up consistently and staying disciplined even when it gets discouraging. You need to block out at least 1 hour every day to search and apply for jobs. Aim for at least 3-5 quality applications per day. Close social media, silence notifications, and focus only on applying for jobs during this time block. Also, use a spreadsheet to log every job you apply to. Include columns for company name, job title, date applied, application status, follow-up dates, and notes. This keeps you organized. It also helps with focus. When you know you have, say, one or two dedicated hours, you are more likely to apply thoughtfully and customize resumes properly. Quality improves naturally. Also, look for the best sites only to find the best jobs. Huntr’s 2025 Job Search report shows platforms like Google Jobs (11.3%), GovernmentJobs (8.7%), and Wellfound (6.0%) have significantly higher response rates than LinkedIn (3.1%), Indeed (4.5%), and ZipRecruiter (2.8%). This means that large job boards offer reach, but not results. Because they are crowded, applications often get ignored. In contrast, smaller or more curated platforms have fewer applicants, increasing your chances of getting noticed. 6) Research Companies Like an Insider If you prepare specifically for the company you are applying to, your chances of getting hired will increase for sure. When you understand what a company does and the problems it’s trying to solve, you can tailor your resume and interview answers to match what they actually care about. You can’t do it for every company you are applying to, but at least read a little from their website before sending your application. But if you get the call for an interview, then start your research. Here are the things you can note down in a doc on your computer or phone: Company’s Mission and Values Main products or services Recent News Work culture Tech Stack Who the customers are How do they make money Most of this information is surprisingly easy to find. Start with the company’s own website, browse through the About page, Careers section, blog, and product pages. LinkedIn is great for understanding company size, growth, team structure, and the backgrounds of people working there. Check out their other social platforms, too. Recent news, product launches, or funding updates can be found through the company blog or tech publications. Watch interviews or podcasts of the company’s leader on YouTube. Just spending even 30-45 minutes across these sources is usually enough to sound informed. Now, when you get asked a question, try to weave this information into the answers. Candidates who know the company’s products and culture come across as genuinely interested. You will have a perfect answer for “Why do you want to work there?” Glassdoor research shows that informed candidates, those who take time to research the company, role, culture, and mission, are seen by 88% of hiring managers as quality candidates. To get one step ahead, also research what's happening in their industry. For example, if you are applying to a fintech company, you should know about recent changes in banking regulations or trends in digital payments. This level of research takes an extra 30 minutes, but it will be worth it. 7) Prepare for Interviews with AI Assistants Interviews in 2026 are not going to be easy. There will be fewer new job openings and much tougher competition. You can’t rely only on a degree or knowledge of tech tools anymore. Being able to clearly communicate who you are, what you can do, and why you are a good fit will matter more than ever. That’s where you need to practice. But how? Well, AI will actually help you. Practice with an AI mock interview . Give the AI the job description and ask it to interview you for the role. It will ask you relevant questions, and you can practice your answers out loud. The more you practice, the less nervous you will be in the real thing. The advantages of interviews with an AI assistant are that you can practice whenever you want, without feeling judged or nervous, like you might with a real person. After practicing, AI can also critique your responses. Are you being too vague? Too wordy? Not confident enough? AI can spot patterns you might miss and help you refine your answers. We have a complete list of the most common interview questions that you can add to the AI and ask it to add them to the interview practice, too. 8) Work on the "Soft" Skills Your technical skills might get you the interview, but your soft skills get you the job. Soft skills include communication, teamwork, problem-solving, time management, and emotional intelligence. In 2026, as AI handles more technical tasks, these human skills are more valuable than ever. You need to showcase these soft skills during the hiring process: Communication: Can you explain complex ideas simply? Can you present your thoughts in meetings? Problem-solving: As AI handles routine tasks, humans are still needed to define problems, question results, and decide what matters. Adaptability: Companies need people who can roll with changes. AI tools are evolving faster, and companies need people who can learn new systems quickly. Collaboration: Can you give and receive feedback constructively? Can you work with people who are different from you? And in interviews? Companies are specifically testing for soft skills through behavioral questions like "Tell me about a time you had a conflict with a coworker" or "Describe a project that didn't go as planned." Have real examples ready that show you have got these skills locked down. 9) Update Your LinkedIn If you are still not on LinkedIn, you are now completely invisible to recruiters. LinkedIn is your online resume; make it count. Your profile needs a professional photo. A headline that actually says what you do. A summary that tells your story Make sure your profile includes the skills and job titles you're targeting. Get endorsements from people you have worked with. Also, you need to be active. Post occasionally about your industry, even if you get zero likes. You can also comment on other people's posts. Never know when your insights will impress someone. Then, don’t forget to clean up your social media in 2026. Your online presence is no longer separate from your professional life. Recruiters don’t just look at resumes anymore. They Google names and sometimes check public social profiles. Old posts, edgy jokes, or aggressive opinions can raise unnecessary red flags, even if they have nothing to do with your skills. It’s also about consistency. If your resume says one thing but your social profiles tell a different story, it creates confusion. Cleaning things up helps you control the narrative instead of leaving it to chance. 10) Tap Into Alumni Networks Here's a secret for the last step. Some great jobs aren't always posted publicly. They are filled through internal referrals before most people even know they exist. This is where your alumni network becomes pure gold. People who went to your school are already inclined to help you. And if they are working at a company you want to join, they can refer you internally. This often fast-tracks your application past the ATS and straight to a real interviewer. Also, just tell your friends, past colleagues, or even your ex-managers that you are looking for a job. Maybe they know about a new opening in their company. You will be the first to know, and you can use their tips to get hired there Studies show that referrals have a way higher chance of getting interviewed and hired than cold applications. An internal referral can increase your chances of getting an interview by up to 7 times, according to Pinpoint Analysis . Conclusion Finding a job in 2026 is about strategy, and this is a 10-step process made specifically for this modern job market. Remember that you don't need to be the most qualified person in the world. You just need to be prepared enough to show your value when the opportunity comes. So take this strategy, customize it for your own, and get to work. Your next job is out there waiting for you. It might take 50 applications to find it, or 100. It might take two weeks or two months. But if you stay consistent, you will have a job offer in your hand. Credit to: Kaustubh Saini

If you have been job searching lately, you already know this: Advice is everywhere. Social feeds are packed with hot takes. Articles promise quick wins or secret hacks. Your friends and family mean well, but the tips they’re giving you probably feel irrelevant. The problem is that a lot of common job search advice is outdated, oversimplified, or disconnected from how hiring really works today. We work with job seekers every day across industries and experience levels, so we see what actually leads to interviews, offers, and long-term success. We also know the job search mistakes to avoid because we’ve seen them slow people down in real time. That gives us a front row seat to which job search tips still work, which ones need an update, and which ones may be quietly hurting your chances. With that, we’re sharing the best job search advice that we wish every candidate knew in 2026. Some of it may go against what you have heard before, but all of it is grounded in real conversations, real placements, and real hiring decisions. If your goal is an effective job search that leads to a role you actually want to keep, this is a great place to start. Look for fit, not just a fancy title One of the most common job search tips people hear is to aim higher. Chase the title. Level up on paper. While ambition matters, focusing only on a job title can backfire fast. We have seen plenty of candidates land impressive sounding roles only to realize the culture, management style, or expectations were a poor match. Fit is about how you work, not just what your title is. It includes team dynamics, leadership approach, communication style, pace, and values. The right environment can help you grow faster than a bigger title in the wrong setting. A supportive manager, clear expectations, and room to learn often matter more than what appears on your business card. We once worked with a candidate who took a slightly lower level title at a company with strong mentorship and clear growth paths. Within two years, they had earned a promotion that aligned with their long-term goals. In contrast, another candidate accepted a senior title at an organization that lacked structure and support, and they were back on the job search within months. From a recruiter perspective, fit means alignment. We look at skills but also work style, motivators, and what kind of environment helps someone do their best work. When evaluating opportunities, ask questions about the team, how success is measured, and what growth looks like in practice. That context is part of smart job search advice and leads to a more successful job search. Get crystal clear on your non-negotiables Vague goals slow everything down. When candidates say they are open to anything, it becomes harder to match them to the right roles. Clear priorities help recruiters advocate for you and help you avoid roles that will frustrate you later. Before applying, take time to define your non-negotiables. These might include schedule flexibility, remote or hybrid options, pay range, benefits, commute, growth opportunities, or the type of work you want to do day to day. Not every job will check every box, which is why it helps to separate must-haves from nice-to-haves. We’ve seen time and again how clear job search criteria speeds up the process. Candidates who know what they want tend to move through interviews faster and feel more confident saying yes to offers. This is one of the best job search strategies we see in action, especially when learning how to work with a recruiter. To get started, it’s as simple as writing down five priorities and ranking them. You can adjust over time, but having a starting point gives your job search structure and momentum. Do not disqualify yourself—let them decide One of the biggest job search mistakes to avoid is assuming you need to meet every requirement before applying. Many job postings describe an ideal candidate, not a realistic one. Hiring managers often list skills they hope to find across all candidates, not skills they expect in one person. As recruiters, we regularly see strong candidates hesitate because they’re missing one or two qualifications, but transferable skills, curiosity, and willingness to learn often carry real weight. In many cases, companies are open to training the right person—meaning someone who’s the right fit for that company (like we talked about earlier). As a general rule, if you meet most of the core requirements and can clearly explain how your experience is relevant, it is worth applying. This is especially true for roles focused on problem solving, collaboration, or communication. The main exception involves roles that require specific licenses or certifications by law or regulation. Those are true must-haves. Essentially, even if you’re unsure, apply anyway, and let the employer decide if you look like a good fit. That mindset alone can open more doors and lead to a more effective job search. Keep your resume honest, but make it work hard Think of your resume as a conversation starter. Its job is to tell the truth about your experience while guiding the reader toward what matters most for the role. Titles that stretch the truth, skills you cannot speak to confidently, or gaps that are hidden instead of explained tend to slow things down once questions start. Recruiters value transparency because it builds trust early, and trust keeps the process moving. So, how do you build a stronger and honest resume ? A strong resume focuses on impact rather than job duties alone. Clear examples of results, problem solving, and growth help recruiters quickly understand where you shine. If your path includes career gaps, pivots, or a few shorter stops , that is not automatically a drawback. Brief, straightforward context helps your experience make sense and keeps the focus on what you bring to the table now. Resume customization still plays a big role in an effective job search. Small adjustments can make a real difference. Update your summary to reflect the role you are pursuing, move the most relevant experience higher on the page, and echo the language used in the job description where it fits naturally. You are not rewriting history, just helping the reader connect the dots. From a recruiter point of view, the most helpful resumes are easy to scan and easy to trust. When your experience is presented clearly and honestly, it becomes simpler to see the match and advocate for you with a hiring manager. For more guidance, check out some of our practical job search tips on how to make your resume stand out to recruiters and keep it aligned with how hiring works today. Treat every interaction like it matters, because it does From the first email to the last follow up, every interaction is part of your job search story. How you communicate during your job search sets the tone for how recruiters and hiring managers experience working with you. That does not mean you need to sound formal or scripted. It simply means being clear, courteous, and engaged. Little things add up. Replying within a reasonable timeframe, acknowledging messages even when you need a day to respond fully, and keeping your tone friendly all signal reliability. Recruiters notice candidates who communicate well because those habits often carry over into how they show up on the job. It is also normal for the process to feel bumpy at times. Background checks can take longer than expected. Start dates can shift. Internal approvals can stall. When that happens, reach out directly to your recruiter and ask what is going on. A quick conversation can clear up confusion and ease frustration. What tends to cause problems is venting publicly before having that conversation. Posting negative reviews or complaints while things are still in motion can quietly change how a situation unfolds. If something feels off, speak up and ask questions, but keep it professional. Handling challenges with openness and courtesy protects your reputation and keeps your job search moving forward. Smart job search strategies for 2026 A job search feels more manageable when you focus on a few approaches that actually work, rather than trying to do everything at once. In 2026, that usually means combining relationship building with targeted applications. Connecting with recruiters and staffing agencies can open doors to roles you might not see posted online, while applying directly to companies you are excited about helps keep your search intentional. Networking still matters , but it does not have to be uncomfortable or forced. Casual conversations, alumni connections, and informational chats can offer insight into roles, teams, and career paths. Even a short conversation can help you refine what you are looking for or point you toward an opportunity you had not considered yet. Job boards also have a place, especially when you use them thoughtfully instead of scrolling endlessly. Following up is another area where a little care goes a long way. After submitting an application, giving it about a week before checking in shows interest without pressure. After an interview, a thank you note within a day keeps the connection warm. If a timeline was shared, use that as your guide for next steps. Simple, friendly messages are often the most effective. Your online presence can support all of this behind the scenes. Keeping your LinkedIn profile up to date, engaging with posts related to your field, and clearly stating what kind of role you want next makes it easier for recruiters to find and understand you. Small, consistent actions like these help your job search feel steady and human, not overwhelming. Job searching works better as a partnership The best job search advice we can offer is this: You do not have to do it alone. Job searching is not about perfection. It is about alignment, communication, and momentum. When candidates and recruiters work together, the process becomes clearer and more human. Credit to: Spherion.com

The plastics industry faces hiring challenges driven by talent shortages, economic uncertainty, and rapid technological advancements. Industry experts highlight the importance of addressing the skilled labor gap, leveraging AI tools, and fostering positive workplace cultures to attract and retain top talent. At a Glance AI tools accelerate candidate screening but talent shortages remain the dominant hiring challenge. Skilled trades roles see high demand while retirements drain institutional knowledge from industry. Companies prioritize workplace culture and hybrid skill sets to attract top engineering talent. The plastics industry is navigating a complex hiring landscape shaped by economic uncertainty, talent shortages, and the rapid adoption of artificial intelligence (AI). These factors are driving significant shifts in recruitment strategies and workforce development, as companies grapple with challenges ranging from skilled labor gaps to the evolving demands of automation. Industry experts emphasize that while AI is revolutionizing recruitment processes, the persistent shortage of qualified talent remains the dominant issue affecting hiring trends This year, hiring has been tempered by a combination of geopolitical risks, supply chain instability, and market volatility. Todd Garrison, of Targeted Recruiting Group , highlighted how these factors are influencing hiring decisions. “The high level of uncertainty, combined with an overall shortage of talent and the onset of AI, are the primary trends affecting hiring this year,” Garrison told PlasticsToday . He noted that fluctuations in resin pricing and feedstock costs have led some companies to delay capital projects and associated hiring, while mergers and acquisitions have created both opportunities and challenges in the talent market. Garrison also pointed to a shift in hiring priorities, with companies focusing more on replacing turnover and upgrading underperforming employees rather than creating new roles tied to growth strategies. “When jobs are cut, it can create opportunities for other companies to acquire strong talent, but it can also prompt experienced employees to retire earlier than planned,” he explained. This cautious approach underscores the need for companies to adapt their strategies to attract and retain top talent in an increasingly competitive market. Paul Sturgeon, CEO of KLA Industries, a national search firm specializing in plastics, packaging, and polymer technology, pointed out that manufacturing in the US has been in contraction for over three years. “There is hope, as some indicators show that we may be close to reversing that cycle,” he said. “The early phase of a recovery will include hiring business development talent, as most plastics companies have excess capacity. While anecdotal, the searches we are currently working on provide a good sample size, and 55% are sales or sales management roles. Over the course of a typical year that would be 30-35%, so companies are prioritizing the sales team, and I expect that to continue through at least the second quarter.” Sturgeon said the root cause of the skills gap is simple. Primarily for cost reasons we decided to export much of our country’s manufacturing. From a peak of about 19.5 million manufacturing jobs in 1979 we went to under 12 million in 2010, while the population increased by 82 million,” he said. “We’ve had a little rebound since then, but manufacturing hasn’t been a relatively attractive career for decades.” Tim Frick, a senior plastics executive recruiter at MRIGlobalSearch , emphasized the ongoing skilled labor gap in the plastics sector, particularly for hands-on engineering and technician roles. “Skilled trades and hands-on engineering roles are in high demand, especially for hourly technician roles,” Frick said. He noted that challenges such as pay, benefits, and work hours often contribute to the labor gap, and HR teams sometimes struggle to source and engage candidates effectively. To address these issues, Frick highlighted the importance of fostering a positive workplace culture. “Companies that can put forth a positive culture can be at a competitive advantage when it comes to hiring,” he said. This approach is particularly valuable as retirements strain the talent pool, making it crucial to attract and retain experienced professionals. Sturgeon said when it comes to a skills gap, companies can look at mission-critical roles differently and have a different strategy for those. "There have been many studies, and I think most leaders know this intuitively, that show the top performers in any industry or field are so far above the average that you need to have some on your team," he said, citing a study by McKinsey & Company showing an 800% productivity gap between average and high performers, in highly complex roles. His advice for these roles is simply, make sure they are talking to the people they want, and pay up when they find them. "You cannot afford to get these hires wrong, as the true cost of a bad hire in a critical role can easily be ten times their compensation," Sturgeon noted. "For most roles, companies can look at a variety of non-monetary or low-cost incentives. A few examples are flexible work schedules, casual dress codes, health and wellness programs, allowing time off for volunteer work, and friendly competitions based on company performance. Use your imagination and have a little fun with this. If someone has a dog and a cat, you might beat out your competition by offering pet insurance." AI’s impact on recruitment and skills prioritization AI and automation are transforming hiring practices in the plastics industry, influencing both recruitment processes and the skills companies prioritize. Garrison explained that AI is improving the speed and efficiency of sourcing, screening, and matching candidates. “The number of companies using AI-assisted tools is increasing in recruiting rapidly,” he said. “This applies in areas such as resume screening, candidate evaluations, and recruiting administration to improve speed and accuracy.” Frick added that automation is reshaping workforce needs, with some fully automated plants requiring minimal human contact. “At times, more automation means less human contact is needed, so many candidates have told me they’re not going to be needed,” he said. However, he also noted that automation can reduce human error and improve quality ratings in manufacturing processes. Garrison emphasized that while AI is revolutionizing recruitment, the shortage of overall talent remains the dominant issue. “Companies are moving more cautiously, and candidates are as well,” he said. Read the full article here Credit to: David Hutton

Many candidates approach interviews solely focused on presenting their qualifications. That is understandable and appropriate. Interviews, however, can also offer valuable insight into the role, the hiring manager, and the organization. Experienced candidates often use the interview process not only to discuss their background, but also to observe how the opportunity is structured and how the hiring manager approaches the conversation. The hiring process itself can sometimes provide useful signals about how a team operates internally and how leadership approaches priorities, communication, and expectations. After years working with professionals and managers across the plastics industry, these are several signals candidates often find helpful to pay attention to during the interview process. 1. The Hiring Manager Struggles to Describe Reasonably Defined Goals Strong managers can usually describe what success in the role may look like over the first six to twelve months. That does not mean everything must be fully defined. In many professional and leadership roles, part of the job involves bringing clarity to areas that may currently be ambiguous. Even so, candidates may find it helpful when managers can outline reasonable expectations such as key priorities, current challenges, or what meaningful progress might look like during the first year. 2. The Job Description and Interview Discussion Feel Misaligned Occasionally, the role discussed in the interview may differ somewhat from the original job description. Roles can evolve during a search, which is not unusual. Still, candidates may want to understand the reason for the differences and whether the organization has fully aligned the responsibilities and priorities of the position. 3. The Selection Process Seems Unclear or Disorganized In many hiring processes, candidates can gain a basic understanding of the steps involved and what the general timeline may look like. When the process seems unclear, changes frequently, or appears somewhat disorganized, candidates may want to ask a few clarifying questions about the next steps and how decisions are typically made. This can help provide a clearer picture of how the organization is approaching the search. 4. The History of the Role Raises Questions When candidates learn that several people have held the same position within a short period of time, it can be helpful to ask about the context. There are often reasonable explanations such as growth, restructuring, or changes in business priorities. Understanding the background of the role can help candidates evaluate how the position has evolved over time. 5. The Role Appears to Combine Too Many Reasonable Priorities Many companies in plastics and manufacturing operate with lean teams, so roles often include a range of responsibilities. However, if the position appears to combine several significant priorities, candidates may want to ask how those priorities are balanced and which responsibilities matter most in the near term. Clarifying expectations can help candidates better understand how success is measured. 6. The Manager Appears Unfamiliar with the Candidate’s Background If the manager seems to be reviewing the candidate’s resume for the first time during the conversation, it may suggest the interview was scheduled quickly or with limited preparation. In many cases managers will have spent at least a few minutes reviewing a candidate’s experience in advance, which often leads to a more focused discussion. 7. The Interview Environment Appears Distracted The setting of the interview can sometimes offer insight into how managers structure their time and attention. Examples candidates occasionally notice include: Interviews beginning significantly late Conversations taking place while the manager is driving or clearly multitasking Frequent interruptions from calls, messages, or other meetings Manufacturing leaders often manage competing priorities, so context matters. Still, candidates may find it helpful to observe how the conversation is handled. 8. The Manager Speaks Negatively About the Team or Former Employees  How a manager describes challenges within the team can sometimes offer insight into leadership style. Many experienced leaders tend to discuss past difficulties in terms of lessons learned or shared responsibility. When discussions focus primarily on the shortcomings of others, candidates may want to better understand the broader context. A Final Thought No hiring process is perfect, and no manager or organization is perfect. Plastics and manufacturing environments in particular can be fast-moving and occasionally unpredictable. One signal alone rarely tells the whole story. However, when a single issue appears especially concerning, or when several of these signals appear together, candidates may want to explore the situation more carefully. The interview process often provides a window into how a team operates and how a manager approaches leadership. Paying attention to those signals can help candidates make more informed career decisions. What signals have you noticed during interviews that helped you better understand a role or a manager? If you are considering a career move in the plastics industry and would like guidance during your search, contact Targeted Recruiting Group (TRG) . Our team works closely with professionals and managers across the plastics sector to help them evaluate opportunities and navigate the hiring process with confidence.

Searching for a job today is very different from even a few years ago. Between AI-driven hiring tools, skills-based hiring, remote work, and the hidden job market, staying competitive requires a strategic approach. For professionals pursuing commercial or engineering roles in the plastics industry, understanding how hiring has evolved is essential. The strategies below apply broadly but are especially relevant for those targeting revenue-driving, technical, engineering, manufacturing, or operational positions. This guide walks you through the top trends and actionable steps to maximize your chances of landing the right opportunity. Master Today’s Job Market Expectations The hiring landscape has evolved, and employers now expect candidates to demonstrate adaptability, digital fluency, technical competence, and proactive communication. Hiring managers for commercial and engineering roles are looking for: Quantifiable revenue growth, margin improvement, or market expansion Process optimization, cost reduction, product development, or operational performance metrics Cross-functional collaboration between sales, operations, and technical teams To stay competitive, refine your application materials, strengthen your online presence, and use tools that give you a measurable edge. 1. Tailor Your Resume for AI Screening Many companies now use AI-driven applicant tracking systems (ATS) to screen resumes before a human ever sees them. To improve your chances: Use keywords from the job description naturally Stick to standard, clean formatting Highlight measurable achievements instead of listing duties For example: Increased territory revenue 28% across multi-state accounts Reduced scrap rate 15% through process optimization initiatives 2. Emphasize Skills Over Titles Skills-first hiring continues to grow. Employers increasingly care more about what you can do than what your previous job titles were. Commercial professionals should emphasize: Strategic account growth Market development Negotiation and contract management Pipeline management Engineering professionals should emphasize: Process improvement Product development Automation and systems integration Continuous improvement methodologies Include transferable skills across your resume and LinkedIn profile. Add a dedicated skills section with quantifiable results. 3. Build a Professional Portfolio Even non-design roles benefit from showcasing work. This is often referred to as an Interview Brag Book. Include:  Performance dashboards Case studies Project summaries Before-and-after performance metrics Highlight achievements that clearly show results. Use LinkedIn’s Featured section to display selected samples. 4. Leverage Video Introductions Video introductions are becoming more common, especially for roles requiring communication, leadership, or client interaction. Keep it under 60 seconds and cover: Your functional expertise The measurable impact you deliver The type of role you are targeting Record in a quiet, professional environment and pair your video with a strong written resume. 5. Treat LinkedIn as a Primary Screening Tool Hiring managers and recruiters regularly review LinkedIn profiles before deciding who to interview. In many cases, your profile is viewed before your resume. If you want to be found, you must keep it updated. Ensure your headline clearly reflects your functional expertise Update your experience with measurable achievements, not just responsibilities Add skills aligned with the roles you are targeting Turn on Open to Work settings appropriately Post or engage periodically so your profile remains active and visible An outdated LinkedIn profile can remove you from consideration before you ever know you were reviewed. 6. Explore the Hidden Job Market The hidden job market refers to roles filled through internal networks long before they become public. To tap into this market: Reach out to former colleagues and professional contacts Connect directly with hiring managers and decision-makers Conduct informational conversations about upcoming initiatives or growth plans Being known before an opening formally exists gives you a significant advantage. 7. Consider Project-Based or Contract Roles Short-term assignments can open doors. Apply for project-based roles aligned with your target function Treat each project as an opportunity to demonstrate measurable value Use results to build references and case studies 8. Use Salary Research and Transparency Tools Salary transparency empowers job seekers. Research pay ranges using trusted compensation platforms Understand base salary versus bonus or commission structures Highlight measurable performance when negotiating compensation Final Thought Job searching in 2026 requires a thoughtful, multi-layered strategy. With AI screening, skills-based hiring, and an evolving hidden job market, success depends on staying visible, relevant, and proactive. If you are exploring your next commercial or engineering opportunity in the plastics industry and want experienced guidance, Targeted Recruiting Group can help. TRG specializes in executive and professional search within the plastics sector and works directly with hiring leaders across commercial, technical, engineering, R&D, and manufacturing functions. For confidential career advice, market insight, or to discuss your next move, contact Targeted Recruiting Group at tgarrison@targeted-recruiter.com

As America’s labor market slows , AI-led interviews and auto-generated cover letters are dramatically changing the process of getting a job. And maybe not for the better. More than half of the organizations surveyed by the Society for Human Resource Management used AI to recruit workers in 2025. And an estimated third of ChatGPT users reportedly leaned on the OpenAI chatbot to help with their job search. However, recent research found that when job seekers use AI during the process, applicants are less likely to be hired. Meanwhile, companies are fielding an increased volume of applications. “The ability (for companies) to select the best worker today may be worse due to AI,” said Anaïs Galdin, a Dartmouth researcher who co-authored a study looking at how large language models (LLMs) have impacted cover letters. Galdin and her co-author, Jesse Silbert at Princeton, analyzed cover letters for tens of thousands of job applications on Freelancer.com, a jobs listing site. The researchers found that after the introduction of ChatGPT in 2022, the letters all got longer and better-written, but companies stopped putting so much stock in them. That made it harder to distinguish a qualified hire from the rest of the applicant pool, and the rate of hiring dropped as did the average starting wage. “If we do nothing to make information flow better between workers and firms, then we might have an outcome that looks something like this,” said Silbert, referring to the results of his study. And with more applications to review, employers are automating the interview itself. A majority (54%) of the US job seekers surveyed by recruiting software firm Greenhouse in October said they’ve had an AI-led interview. Virtual interviews exploded in popularity during the pandemic in 2020. Many companies now use AI to ask the questions, but that hasn’t made the process any less subjective. “Algorithms can copy and even magnify human biases,” said Djurre Holtrop, a researcher who has conducted studies about the use of asynchronous video interviews, algorithms, and LLMs in hiring. “Every developer needs to be wary of that.” Daniel Chait, CEO of Greenhouse, warned that with AI infiltrating hiring – from applicants using the tool to apply to hundreds of jobs and employees automating the process in response – it has created a “doom loop” making everyone miserable. “Both sides are saying, ‘This is impossible, it’s not working, it’s getting worse,’” Chait told CNN. Pushing back Employers are embracing the technology — one estimate projects the market for recruiting technology will grow to $3.1 billion by the end of this year. But state lawmakers, labor groups and individual workers have begun pushing back over fears that AI could discriminate against workers. Liz Shuler, president of the AFL-CIO labor union, called the use of AI in hiring “unacceptable.” “AI systems rob workers of opportunities they’re qualified for based on criteria as arbitrary as names, zip codes, or even how often they smile,” Shuler said in a statement to CNN. States such as California, Colorado, and Illinois are enacting new laws and regulations aimed at creating standards for the technology’s use in hiring, among other areas. A recent executive order signed by President Donald Trump threatens to undermine state-level AI regulations. Samuel Mitchell, a Chicago-based lawyer who argues employment cases, said that the order can’t “preempt” state law but does add to the “ongoing uncertainty” around new regulations on the tech. However, he added that existing anti-discrimination laws still apply to hiring, even if a company uses AI. And lawsuits are already being filed. In a case backed by the American Civil Liberties Union, a deaf woman is suing HireVue (an AI-powered recruiting company) over claims an automated interview she was subject to did not meet accessibility standards required by law. HireVue denied the claim and told CNN that its technology works to reduce bias through a “foundation of validated behavioral science.” But despite initial challenges, AI hiring seems here to stay. And to be sure, new developments in AI have led to more sophisticated ways to analyze resumes, opening doors for candidates who may have otherwise been overlooked. But those who value the “human touch” in hiring are left wanting. Jared Looper, an IT project manager based in Salt Lake City, Utah, began his career as a recruiter. As part of his current job search, he was interviewed by an AI recruiter. He found the experience “cold,” even hanging up the first time he was contacted by the program. Looper now worries about those who haven’t yet learned how to navigate a new hiring process in which catering to artificial intelligence is a crucial skill. “Some great people are going to be left behind.” Credit to: Gordon Ebanks

The 2026 job market will be competitive, fast-moving, and increasingly influenced by technology, skill focused, and changing expectations around company culture and purpose. The following are ten recommendations to improve your plastics related job search for next year. 1. Update Your Résumé and LinkedIn Profile Your résumé is often reviewed by AI screening systems before anyone reads it. Use a simple, keyword-friendly format that is compatible with Applicant Tracking Systems. Focus on clarity and consistency between your résumé and LinkedIn profile, include measurable accomplishments, and avoid graphics, tables, or text boxes that can confuse automated scanners. 2. Demonstrate Measurable Impact Employers want results. Show how you have increased revenue, improved efficiency, reduced costs, or built stronger teams. Use clear metrics such as percentages, dollar figures, or time saved to prove your value. 3. Level Up Where You Need To Take an honest look at your skill set and identify gaps that might limit your next opportunity. Whether that means improving technical skills, earning a certification, or strengthening leadership and communication abilities, show employers that you’re committed to growth. Demonstrate adaptability, continuous learning, and initiative—traits that signal readiness for the next level. 4. Strengthen Your Digital Presence Your online profile is part of your first impression. Make sure your LinkedIn photo, headline, and “About” section are current and professional. Follow industry leaders, engage with posts in your field, and share thoughtful content that reflects your expertise. 5. Network Intentionally Most new roles come through personal connections rather than online job boards. Reconnect with past colleagues, managers, and professional associations. Attend both in-person and virtual events to grow your network and make others aware of your career goals. 6. Identify Target Companies Do not wait for openings to appear. Create a list of organizations that align with your skills, experience, and interests. Research each company’s direction and culture, follow them on LinkedIn, and start building relationships with employees or decision makers before jobs are posted. 7. Prepare for Behavioral Interviews Be ready to answer questions that begin with “Tell me about a time when…” Use the STAR method, describing the Situation, Task, Action, and Result to give clear, concise examples that demonstrate your problem-solving ability and leadership. 8. Research Each Employer Thoroughly Look beyond the company’s website. Review press releases, industry news, and employee feedback to understand their priorities, products, and workplace culture. This preparation will help you speak their language and stand out during interviews. 9. Stay Open and Flexible The best opportunities often come in unexpected forms. Consider positions that stretch your skills, offer hybrid work, or exist in adjacent industries where your experience can still add value. 10. Partner With a Specialized Recruiter Working with an experienced recruiter can open doors you might not access on your own. The right recruiter can help refine your presentation, connect you directly with hiring leaders, and ensure your next move supports your long-term goals. Bottom Line In 2026, career success depends on clarity, visibility, and proactive effort. Professionals who update their materials, continue learning, and focus their search on the right employers will stand out in a crowded market. If you are ready to take the next step in your career, contact Targeted Recruiting Group today. We specialize in helping professionals identify, pursue, and secure opportunities that align with their background and career goals.

You think your company will take care of your career? Think again. Your job is changing—faster than you realize—and if you’re not actively shaping your own future, you’re already falling behind. For decades, career development and progression were largely a corporate responsibility. Once you completed your studies and got hired, your employer provided a clear pathway for advancement, sent you invites to training programs, offered opportunities for new roles, and provided long-term stability as long as you performed and stayed loyal. But long-term job stability is disappearing. AI and automation are reshaping industries at an unprecedented pace, making skills obsolete faster than ever. As companies race to reskill their workforce, they will prioritize business needs—not your long-term career. Your real job security no longer comes from your employer; it depends on your ability to stay relevant in the job market. The responsibility for career development has decisively shifted from the company to the individual. The Rise of the Self-Managed Career David Fano, CEO of Teal , argues that professionals need to take control of their careers and develop a sense of agency, even if they are salaried employees. In a podcast conversation, he explained: “It’s not waiting for the company to train you; you’ve got to train yourself. It’s not waiting for the company to say, ‘Hey, we're doing a comp review,’ and then hoping for a raise. You need to know your worth and go get paid more.” This means thinking strategically about your skills, market value, and future opportunities—even if you have no intention of leaving your job. Because even if you’re happy with your job, your employer, and your career, change will come. Not a question of “if,” only of “when.” With career life cycles shortening due to the faster aging of knowledge and rapid redesign of work by technology, you’re unlikely to retire from the same job, employer, or perhaps even profession. That means you must take control of your professional development, continuously update your skills, stay aware of industry changes, and ensure your professional identity and capabilities remain relevant and valuable. Investing in Development—Even If You Have to Pay for It Many companies offer professional development content, platforms, and budgets. Yet many managers focus on daily work and fail to ensure their teams take advantage of these opportunities. As Fano observes: “People don’t even use the budgets. They're not willing to make the time.” The first step? Make time for training—not for today’s job, but for tomorrow’s opportunities. And budget for it. If the skills that interest you aren’t aligned with your current role, or if your employer won’t fund a course, conference, or professional network membership, don’t forgo your own development. Standing still is the same as moving backward. Investing in courses, certifications, and learning—whether or not your company reimburses you—is the price of career longevity. The best professionals understand that upskilling isn’t a corporate perk; it’s a survival strategy. Credit to: Nirit Cohen

The job search process today has changed dramatically in recent years. Between economic uncertainty, evolving industries, and the growing role of AI in recruiting and hiring, today’s professionals need new strategies to stand out, make headway amidst the competition, and land the right role. Gone are the days when firing off dozens of resumes was enough. Today’s job seekers need to be intentional, strategic, and prepared to navigate both human and AI gatekeepers. Below is a 12 step roadmap—plus guidance on AI interviews—that will help you land not just any job, but the right one aligned with your goals, values, and vision.  1. Start with deep self-discovery and self-awareness Strong job searches begin with clarity and self-awareness. Reflect on your unique strengths, values, purpose, your competitive advantages and your personal brand , and the workplace cultures and styles that energize you. Engaging in journaling about these questions, taking some helpful Career Path Assessments, or working with a coach can help uncover situations and environments where you can thrive—will set the stage for longer-term success and fulfillment. 2. Define your competitive edge, niche and industry focus Casting too wide a net can dilute your efforts. Hone your search to industries and roles where your expertise is most relevant. Study growth trends—including in technology, sustainability, healthcare, education, etc. — and identify where your skills intersect with emerging needs. 3. Clarify your desired outcomes Think beyond job titles. Ask yourself: Do I want to lead innovation? Contribute to social impact? Work in an inclusive, collaborative culture? Clarity about your desired impact and communicating those goals on LinkedIn, your resume and in other thought leadership you share, will sharpen your narrative and make it easier for recruiters, hiring managers, and your networks and support community to recognize your expertise and your fit for the roles they’re seeking to fill or can potentially connect you into. 4. Develop your ideal job description Draft a description of the ideal role you’d be thrilled to assume, including key responsibilities, work culture, skills, projects, outcomes you’d be excited to contribute to, and compensation that would make this role ideal for you. Writing this “north star” description paves the way for you to articulate exactly what you want. It also helps mentors, colleagues and supporters connect you with the right opportunities. 5. Research organizational leadership and culture Before applying, dig into a company’s values and leadership style. Use Glassdoor, listen to leadership interviews or earnings calls, and follow company social media. Ask: Do they invest in employee growth? Do their leaders model integrity and other values I need and want in the leadership and others in the organization? This step ensures you do your homework the best you can before interviewing, so you won’t land in a toxic culture or ill-fitting situation that will unsustainable. 6. Optimize your resume and digital presence Your resume needs to be ATS (Applicant Tracking System) friendly. Use clean formatting, role-specific keywords, and demonstrate measurable, specific results you’ve achieved. On LinkedIn, keep your profile fresh, post key insights regularly, follow leaders that inspire you, and showcase your expertise. Remember: recruiters often review your online presence and activity before deciding to reach out. And don’t let AI write your resume for you. Personalization and authenticity are critical today, if you want to stand out. 7. Target your desired employers Approach your search like a sales funnel. Build a long list of potential employers, then prioritize the ones that align most closely with your goals. Research their leadership, hiring practices, and current challenges, the thought leadership and values they share publicly and on social media. Tailored applications with organization-specific information have far more impact than scattershot submissions. And your advance intel will help you tailor your outreach and your communications for greater efficacy. 8. Use multichannel, personalized outreach Don’t just apply through job boards. Reach out directly to hiring managers, recruiters, and employees you’re connected with, in your target companies. Reference shared values or recent company developments in your messages. Personalized outreach—sometimes even at off-peak hours—can make your message stand out. Success story: A job seeker landed a role in under two months by treating their job search like a sales cycle: narrowing from 200–250 potential companies to a shortlist, personalizing outreach, tracking engagement, and following up strategically. 9. Activate your network authentically and with mutual-benefit in mind Targeting networking —not mass applications—is still the most powerful way to uncover and connect with desired open roles. Be clear on your goals, offer help in return, and build trust and connection—not just contacts. Your networking efforts won’t be effective if it’s all transaction in nature, and not coming from a place of wanting to give support and help as much as get it. 10. Learn from others’ success stories Some great jobs emerge unexpectedly. One of my clients interviewed for a project management position that wasn’t her ideal next step. But she impressed the hiring team so much that she was offered a higher-level marketing role instead that she was thrilled with. Staying open, always bringing your best, and being resilient and flexible makes a big difference. 11. Track your progress like a pro Keep a system to manage applications, outreach, and follow-ups. Treat each lead like part of a pipeline. This structured approach reduces overwhelm, keeps you on track, and ensures you’re consistently advancing opportunities rather than waiting passively. 12. Prepare for AI-driven interviews The newest frontier in job search is the rise of AI interviewers . Some companies now use AI to screen video interviews, evaluating not only your words but also tone, body language, and even attire. Key Takeaway Job search today demands more than persistence—it requires strategy, authenticity, and adaptability. Ground your search in self-awareness, targeted outreach, genuine networking, and preparedness for both human and AI interactions. Then you’ll put your best foot forward to not just land any job—but one that will offer meaningful, sustainable work that fits your goals and visions. In short: Strategy + Authenticity + Adaptability equals career growth in today’s evolving marketplace. Credit to: Kathy Caprino